Download Report

Harvard Longwood Campus Feedback Survey Tool
Are you one of the many managers across the Harvard Longwood Campus (HLC) who seeks feedback from
others to inform year-end performance discussions with direct reports? The HLC Feedback Survey Tool
provides you with an online option for requesting and synthesizing feedback from multiple individuals for
each of your direct reports, including peers and colleagues, clients, vendors, etc. The ePerformance system
offers a feedback option for Standard Form users; for those using the Summary and Exception Forms, the HLC
Feedback Survey Tool is a useful option.
Tool Overview
The HLC Feedback Survey Tool is designed to allow you to easily gather feedback to inform your year-end
discussions with your direct reports. Using this tool offers you, as a manager, an efficient way to:
Select Feedback Providers
Create a Feedback Survey
for each of your direct
reports, drawing from a
range of Behavioral
Descriptions AND/OR
Open-ended Questions
Launch the feedback
survey to multiple
Feedback Providers with
one click
Track responses
Synthesize results
Three Key Points:
1.
2.
3.
The behavioral descriptions offered are designed to help crystallize the feedback request; they are not
meant to imply or take the place of role-specific performance criteria.
Feedback is not anonymous; the report writing function shows Feedback Provider information to enable
you to seek follow-up discussion if desired. While not anonymous, verbatim feedback is expected to
remain confidential.
The tool and reports are designed to help you gather and synthesize useful and relevant data to enrich
your year-end assessment discussions, weaving comments and examples from Feedback Providers in with
your own observations. Please do not simply print a report and hand it to your direct report.
1|P a g e
Tool Instructions
This application works best using the Firefox browser. Once you’ve logged into the system, your direct report(s)
will be listed on the left side of the screen. To create a survey, you will click on the employee name and his/her
Survey Customization page will be presented. If a direct report is missing from the list provided, please contact
Linda Miklas at [email protected], or 617.432.7674.
Instructions for Accessing the Tool
To log-in, click the URL link provided below:
• URL: https://www.360input.com/portal/hlc/main/index.html
• Log-in ID is your HUID
• Passphrase is: autosomal2244
On the Survey Customization page, you will see a grid; within that grid is a list of potential Feedback Providers,
pre-selected for your convenience. This group consists of you as the manager, the employee’s direct reports, and
your other direct reports who may regularly interact with this person. You may add and/or delete Feedback
Providers as you wish. The following instructions are also provided for you within the system; we’ve inserted
them here to give you an idea of what you will see once you select a specific direct report.
Step 1: Select Feedback Providers:
You may add Feedback Providers by clicking the “Add Feedback Provider” button; you may delete
Feedback Providers by clicking the red circle in the far right column:
• For internal Feedback Providers, you can choose the name of an HLC employee by using
“Directory Search”.
• For Feedback Providers outside of HLC, simply enter First & Last Name along with his/her
email address.
Step 2: Create Survey
To create the survey for this employee, click the "Edit Survey" button. You may select up to six
Behavioral Descriptions AND/OR up to three Open-ended Questions. All Feedback Providers for this
employee will receive the same Survey. Helpful Hint: If you choose to include both Behavioral
Descriptions AND Open-ended Questions, keep the overall survey size manageable for Feedback
Providers (including the maximum number of each may feel a bit overwhelming to those providing
feedback and may result in abbreviated responses); see page 3 for a list of behavioral descriptions and
page 4 to see the list of open-ended questions.
Step 3: Personalize Email
You may create a personalized message for each survey you create, inviting all Feedback Providers for an
individual’s survey to comment on their experience working with the employee in FY15; your message
will precede standard text offering instructions for them to access and complete the survey.
Step 4: Launch Survey
When you have completed each employee's Survey set-up, click the "Launch Survey" button. Click
“Yes” to the message and an email will be sent to each of the Feedback Providers you selected for this
person.
You can track the progress of each Survey from the Survey Status page; you will be directed to this page by
selecting a direct report from the list on the left, once the Survey has been launched. For each Feedback
Provider you have identified, the grid shows both a “Progress” and “Status” column to help you see how the
Survey completions are progressing. You may print an interim report at any time by clicking the “Request
Survey” button. To print a final report, click the “Close Survey” button.
Please contact Linda Miklas at [email protected], or 617.432.7674 with any questions along the
way. If you need further assistance in using this application please call the survey help line at 800-211-5503 or
email [email protected].
2|P a g e
Behavioral Descriptions
Topic Area
Collaboration
Communication
Creativity & Innovation
Interpersonal Interaction
Problem Analysis &
Problem Solving
Responsiveness
Strategic Thinking





















Valuing Diversity



Administrative Service






Financial Service









Lab/Animal Care
Optional: Open-ended
comment box for each
Topic Area

Description
Demonstrates flexibility
Seeks input and ideas from others
Contributes to solutions (vs. creates barriers)
Contributes candid input and/or feedback; provides and receives feedback effectively
Encourages dialogue; welcomes productive dissent
Recognizes contribution of others
Generates innovative solutions that address meaningful work issues
Draws upon multiple, diverse sources (individuals, disciplines, bodies of knowledge) for ideas and
inspiration
Views situations from multiple perspectives
Adapts communication style and approach to match the needs of different groups and individuals
Presents ideas in a calm, rational manner
Deals with concerns directly and objectively
Works effectively within the organization to resolve issues; proposes and implements well-conceived,
logical solutions in the best interest of the organization
Anticipates, identifies, defines, and evaluates problems effectively
Weighs alternatives of multiple solutions; takes appropriate action to solve problems
Establishes time and quality expectations
Completes work and/or follows-through to agreed upon standards
Acts with a sense of urgency (to advance a project, solve a problem, or respond to an inquiry)
Obtains information and identifies key issues and relationships relevant to achieving a long-range goal or
vision
Commits to a course of action after developing alternatives based on logical assumptions, facts, available
resources, constraints, and organizational values
Consistently and effectively plans for both long- and short-term, adjusting plans as needed; achieves key
objectives
Seeks out and uses ideas, opinions, and insights from diverse and various sources and individuals
Maximizes effectiveness by assigning tasks that tap individual talents and abilities
Seeks to increase diversity in the workplace (e.g., by recruiting and developing people from varied
backgrounds and cultures); confronts racist, sexist, or inappropriate behavior by others; challenges
exclusionary organizational practices; examines own biases and behaviors to avoid stereotypical actions
or responses
Strives to deliver excellent results
Interacts effectively with a broad audience
Completes tasks with appropriate attention to detail
Represents office/department with professionalism
Consistently adheres to policies, protocols, standards, and guidelines
Exhibits grasp of departmental/organizational complexity; applies to independent handling of
administrative situations
Meets deadlines; delivers expected results
Effectively gathers, analyzes, and synthesizes relevant data
Exhibits grasp of departmental/organizational complexity
Understands and communicates policies, protocols, standards, and guidelines
Contributes useful insights
Consistently adheres to policies, protocols, standards, and guidelines
Produces excellent overall quality of research, and if appropriate, animal care
Identifies and communicates issues, risks, and potential errors proactively
Contributes to forming useful, pragmatic solutions
Please feel free to share with me any comments you would like to offer regarding this individual’s
performance in their current role over the past year.
3|P a g e
Open-ended Questions (will appear in drop-down)
What did you appreciate most about working with this individual?
What do you see as this individual’s strengths and/or accomplishments related to your work with him/her?
What challenges did you encounter working with this individual?
What, specifically, might this person start/stop doing to increase his/her effectiveness?
What do you see as areas for growth and/or development for this individual?
How might this person have a greater impact on the organization in the future?
What comments you would like to offer regarding this individual’s performance in their current role over the past year?
Create your own question here.
4|P a g e